Currently, the United States has tabling agreements with the following countries: if you have Social Security credits in the United States and Japan, you may be entitled to benefits from one or both countries. If you meet all the essential requirements of a country`s system, you regularly get an advantage from that country. If you don`t meet the essential requirements, the agreement can help you qualify for a performance, as explained below. Note In addition to retirement, disability, and survival benefits, French social security taxes cover several other benefit programs, including France`s National Health Insurance Program. Consequently, a worker exempted by the agreement to pay French social security taxes cannot receive free health care or other benefits under the French health insurance scheme. If you meet all other conditions for exemption from French social security taxes while working in France, you or your employer must take out private health insurance before the exemption can apply. This document discusses the highlights of the agreement and explains how it can help you while you work and if you apply for benefits. The term “totalisation” defines the second objective of the agreement. The ultimate goal is to have added (or added) an employee`s social security benefits, whether paid in Switzerland or abroad, so that the employee, if eligible, can only recover these funds by one government. If individuals are required to contribute to social security programmes outside their country of origin, they are entitled to these benefits if they meet certain specifications defined by the host government.
For more information about Japan`s social security programme, please contact a branch of a Japanese social security agency or: if a worker is to be posted to another Member State, an A1 certificate (formerly E-101 certificate) should be applied for in the Member State where the social security is renewed. In the host State, the A1 waives any social security contributions. If, in more than one country, the pensioner has to contribute to social security or has to contribute globally to a higher amount than if he is in his country of origin, the employer must check whether he has to bear these additional costs on behalf of the worker. Beyond the dilemma of contributions, the employer must also decide how to manage the situation in the event of the expatriate`s loss of benefit rights as a result of the intervention abroad. Although these considerations constitute a challenge for the employer, it is important to recognize that there are currently a number of multilateral agreements (EU Regulation 883/2004, Agreement on Social Security of the Ibero-American Organization, etc.) or bilateral aggregation agreements (social security agreements between two countries) in order to dispel fears related to contributions and entitlements to benefits, thus facilitating the employer`s task. . . .